1. Values, Attitudes, Job Satisfaction, and Counterproductive Work Behaviors
Chapter Six

2. Learning Objectives
LO.1 Explain Schwartz’s value theory, and describe three types of value conflict. LO.2 Describe the values model of work–family conflict, and specify at least three practical lessons from work–family conflict research. LO.3 Identify the three components of attitudes and discuss cognitive dissonance. LO.4 Explain how attitudes affect behavior in terms of Ajzen’s theory of planned behavior. LO.5 Describe the model of organizational commitment.

3. Learning Objectives (cont.)
LO.6 Define the work attitudes of employee engagement and job satisfaction. LO.7 Identify and briefly describe five alternative causes of job satisfaction. LO.8 Identify eight important correlates/consequences of job satisfaction, and summarize how each one relates to job satisfaction. LO.9 Identify the causes of counterproductive work behaviors and the measures used to prevent them.

4. Definition of Values and Motives in Schwartz’s Theory

5. A Values Model of Work–Family Conflict

6. The Nature of Attitudes
Affective component
the feelings or emotions one has about an object or situation
Cognitive component
the evaluation or belief one has about an object or situation
Behavioral component
how one intends to act or behave toward someone or something

7. When Attitudes and Reality Collide: Cognitive Dissonance
psychological discomfort a person experiences when his or her attitudes or beliefs are incompatible with his or her behavior

8. Cognitive Dissonance How people reduce dissonance
Change your attitude or behavior, or both
Belittle the importance of the inconsistent behavior
Find consonant elements that outweigh the dissonant ones

9. Determinants of Intention
Attitude toward the behavior
the degree to which a person has a favorable or unfavorable evaluation or appraisal of the behavior in question.
Subjective norm
refers to the perceived social pressure to perform or not to perform the behavior

10. Ajzen’s Theory of Planned Behavior

11. Organizational Commitment
reflects the extent to which an individual identifies with an organization and is committed to its goals.

12. A Model of Organizational Commitment

13. Causes of Job Satisfaction
Need fulfillment
extent to which the characteristics of a job allow an individual to fulfill his or her needs
Discrepancies
satisfaction is a result of met expectations
Value attainment
Extent to which a job allows fulfillment of one’s work values

14. Correlates of Job Satisfaction

15. Counterproductive Work Behavior
represent types of behavior that harm employees, the organization as a whole, or organizational stakeholders such as customers and shareholders.